Factors Influencing Career Development among Nursing Staff ...

Port Said Scientific Journal of Nursing Vol.7, No. 1, June 2020

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Factors Influencing Career Development among Nursing Staff at Port-

Said Governmental Hospitals

RanaReda Mohammed¹, Eglal Ahmed Abdel Wahab², Rasha Ibrahim El-Sayed³

B.Sc. Nursing, Port Said University1; Assistant Prof. of Nursing Administration, Faculty

of Nursing, Cairo University²; Lecturer of Nursing Administration, Faculty of Nursing,

Port Said University3

ABSTRACT

Background:unparalleled changes which the nurses face in the present healthcare

system have created an environment in which individual nurses must take control of

their careers and futures.Aim:Determine factors influencing career development among

nursing staff at Port-Said governmental hospitals. Design: Descriptive correlational

design was used. Setting: This study was carried out in all departments at four hospitals

affiliated to the ministry of health in Port Said city namely: Port-said general hospital,

Port-fouad general hospital, EL-Zhour general hospital and El-Nasr general hospital.

Subjects: This study was included two groups, Group Ι: all nursing managers with total

number of (73). Group ΙΙ:staff nurses,Stratified random sample were done to recruits

staff nurses with total number of (274) staff nurses. Tool of date collection: Career

Development Questionnaire was used; it includes three factors measured by (95 items):

personal factors, Job related factors and organizational factors. Results:Current study

revealed that Job related factors have highest score (71.2%), then personal factors

(68.9%), followed by organizational factors(66.9%)which influencing nursing career

development. Conclusion: There was statistically significant positive correlation

betweenpersonal factors (nurses' personal behaviors, satisfaction, empowerment, career

development practice), Job related factors (autonomy, supervisor support)and

organizational factors (management support, the career developmental plans) with

nursing career development.Recommendations:generalize development of policies and

plans for enhancing career development and increase nurses performance. In addition,

administration support: through, in-services training programs, provide resource; and

opportunities for further education to upgrade the general awareness level of career

development strategies

Keywords: Career Development, FactorsInfluencing,Nursing Staff


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INTRODUCTION

The world has changed, technology underpinning the health care system

developed significantly. Nursing needs to develop their career to stay up to date with the

latest developments, continuing to update their skills and competences to meet health

needs effectively and safely (Gyansah & Guantai, 2018).

Nursing is a profession that is focused on collaborative relationships that

promote the most effective outcomes for clients. The practice of nursing is that the

assessment, the promotion of health, the availability of care, and the treatment of health

to maintain optimal function. Nurses must continually enhance their knowledge and

competence through ongoing learning, education and experience (Ontario, 2018).

Career is defined as progress throughout an individual’s professional life, which

is developed by selecting positions that contribute to professional goals (Patricia, 2016).

It is the progress and actions taken by a person throughout a lifetime(Business

Dictionary, 2017).Nursing career should be rich, meaningful, autonomousand have

access to the prerequisite for growth and creativity (Rahimi, Aazami, &Mozafari, 2019).

Development is an essential component of a career in nursing to provide

evidence-based care, optimizing patient care, enhancing work environments and

retaining experienced nurses (Price & Reichert, 2017). Career development is a

continuous and formalized effort by an organization that focuses on enhancing,

enriching and empowering the organization's human capital to begin innovative

activities to fulfill both the employee's and the organization's goals (Fatima, 2017 ). It

represents a progressive engagement with work to reach into well-being, life

satisfaction, and identity (Abele, Hagmaier, &Spurk, 2016).

Several factors that might influence nurses to participate in career development

activities. These factors are represented in three factors; personal factors, job-related

factors and organizational factors (Ismaiel, Reizian, &Hamouoda, 2013). The first one

is the personal related factors such as personal behaviors, satisfaction, empowerment,

and nurses' career development practice. Personal behaviors are important components

in nurses' ability to perform a satisfactory job. Career development should begin with an

assessment of self as well as one's work environment, job analysis, education, training,

job search and acquisition, and work experience to identify his opportunities and needs


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for improvement (Marquis & Huston, 2015; &Salah, 2016). . In addition to Heslin,

Keatingand Minbashian (2019) who reported that personality has a direct effect on

career outcomes.

The second dimension represented in job-related factors encompasses autonomy

and supervisory support. Job autonomy and supervisors support will promote work

engagement among nurses; They will feel more secure and supported in their

decision(Vera, Martínez, Lorente, & Chambel, 2016).working Environment and

conditions are very important and playing an essential role in employees' satisfaction

and career development(Kitana & Karam, 2017). support for nursing career is important

to encourage retention and feel more confident(Brook, Aitken, Webb, MacLaren, &

Salmon, 2019).

In addition to the third dimension which stands for the organizational factors

containing management support and the career development plans. Career management

helps employees select development activities that prepare them to meet their career

goals (Noe, Hollenbeck, Gerhart, & Wright, 2016). Career planning and development

connect individual needs and aspirations with organizational needs and opportunities

while advising, informing and evaluating its staff on career planning with raising

individual development efforts with training and development programs

(Chetana&Mohapatra, 2017). Organizations should encourage employees to seek

feedback and could also design training sessions to improve employee career

adaptability, promote employee performance, and facilitate career development (Gong,

Xu, Van Swol, Zhang, &Xu, 2020).

Significance of study

The health care system faces multiple challenges in improving health status of all

Egyptians(Kamal Elden, Rizk, & Wahby, 2016).Nurses play a key role in all healthcare

systems in the world. To improve the professional conditions andincrease the quality of

care, nurses’ career development should be fulfilled in a specific and targeted

way(Rahimi, Aazami, & Mozafari, 2019).Career development is important toattracting,

motivating and retaining good quality employees (Sikawa, Waiganjo, &Otieno,

2016).In addition to enhancing employee's commitment (Hirsh & Jackson, 2016). It is a

way for organizations to improve employee productivity, and performance

(Cedaryana,Luddin&Supriyati, 2018).Thus, it is important to study the factors that are


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influencing nursing career development.So, the present study aims to determine factors

influencing career development among nursing staff at Port-Said governmental

hospitals.

THE AIM OF STUDY:

Determine factors influencing career development among nursing staff at Port-Said

governmental hospitals.

Research Question:

1-What are the factors influencing career development among nursing staff at Port-Said

governmental hospitals?

SUBJECTS AND METHOD:

Research design:

A descriptive research design was used in conducting the study .

Study setting:

The study was carried out at four governmental hospitals affiliated to Ministry of Health

in Port Said governorate, namely Port-said general hospital, Port-fouad general hospital,

EL-Zhour hospital and El-Nasr hospital.

Study Subjects:

The subjects of the study consisted of two groups:

Group Ι: Included all nursing managers (nursing directors, associates directors, nursing

supervisors and head nurses) who were working in the study setting with total number

of (73).Where, ''27'' nursing managers working in Port-Said general hospital, ''17''

nursing managers working inPort-fouad general hospital, "14" nursing managers

working in EL-Zhour hospitaland "15" nursing managers working in El-Nasr hospital.

Group ΙΙ: Included the staff nurses,Stratified random sample were done to recruits staff

nurse. Total sample size is 274 staff nurses which were withdrawn randomly from

nurses working in the studied hospitals in proportion to their number of nurses in each

hospital. Port Said hospital: "123" nurses, Port Foad hospital: "56" nurses, Al-Zohor

Hospital: "54" nurses and Al-Nasr Hospital: "41" nurses. The participants were chosen


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with inclusion criteria, those who actively work duties and they had at least one year of

experience in nursing.

Tools for data collection:

A self-administered questionnaire sheet was utilized for data collection of this study, it

divided into two parts:

Part I:personal& job related data:

This part aimed to collect data related to the personal& job related characteristics such

as title of the hospital, unit name, age, gender, educational level, marital status, job

position, years of nursing experience and experience in current unit.

Part II:Career Development tool:

This tool was developed by(Ismaiel, Reizian, & Hamouoda, 2013). The tool was

modified to suite sample of study. It consists of (95 items) which grouped in to three

factors: the personal factors (50 items) includes personal behaviors (13items),

satisfaction (13 items), empowerment (12 items) and nurses' career development

practice (12 items). The job factors (27 items) containing autonomy (14 items),

supervisory support (13 items). The organizational factors (11 items) encompasses

management support (6 items) and the career developmental plans (5 items).

Scoring system:

Scoring was used to identify the eight factors influencing nurses career development

at port-said governmental hospitals. Responses were scored through five point likert-

scale which included "strongly agree"=5 score, "agree"=4 score, were as a positive

responses, which were combined together as "agree" and in contrast Uncertain "=3

score, strongly disagree"=1 score, disagree"=2 score, which were combined together as"

disagree "score as well as negative responses. These scores of the items were summed-

up and were converted into a percent score, means and standard deviations were

computed.

Tools Validity:

The process of validation of the tool was tested for clarity, relevance, applicability,

understanding and ease to implement by five experts from nursing administration


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specialty.They were two assistant professor of nursing administration, faculty of

nursing, Cairo University and three assistant professor of nursing administration, faculty

of nursing, port-said university. The tools were modified based on their comments and

suggestionssuch as clarify some statements, and retranslation of certain words. This

phase was carried out in a period of six weeks.

Tools Reliability :

Cronbach's alpha coefficientwas calculated to assess the reliability of the tools through

assessing each part/dimension internal consistency. The tool showed good reliability

with high Cronbach's alpha coefficient. The reliability of career development tool

was(0.959)

Pilot study:

A pilot study was carried out on 10% of nursing staff to test the applicability,

feasibilityand clarity of data collection tools before starting data collection and to

estimate the needed time to fill the data collection sheets. The pilot study was conducted

for two weeks; 20-25 minutes was the time needed to complete the questionnaire by

each nursing staff.

Field Work:

The data were collected from nurses by self-administered questionnaire after obtaining

an official agreement from the medical and nursing directors of the studied hospitals.

Meeting with the directors of nursing service was conducted by the researcher on an

individual basis to explain the aim and objectives of the study and to gain their

cooperation.The questionnaire sheet was filled in by nurses while they were on duty in

the morning shift, afternoon shift and evening shift after the purpose of the study was

explained.Data were distributed collected by the researcher at two days per week; data

were collected from four hospitals in parallel during the period from July to October

2018.

Ethical Consideration:

Official permissions through formal agreement were taken from medical and nursing

directors of the study settings to carry out the study. An informed consent was obtained

from nursing staff to participate in the study after explaining the purpose and nature of


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the study. Nursing staff included in the study were assured about confidentiality of the

information gathered and it was used only for the purpose of the study. Nursing staff

included in the study were informed about their right to participate in research and their

right to refuse or to withdraw from the study at any time.

Statistical Design:

Data were coded by the researcher and transformed into a specially designed format, so

as to be suitable for computer feeding and the data were analyzed using SPSS computer

program version 18 (statistical package for social science). Data were presented using

descriptive statistics in the form of frequency, percentages for qualitative data, means

and standard deviations for quantitative data. Categorical variables were compared

using ANOVA test, t-test and Pearson correlation coefficient. The statistical

significance was considered at P-value≤ 0.05.

RESULTS:

Table (1): As table show, 347 nurses were participated in this study; the highest percent

of nursing staff (43.2%) are working in Port Said general hospital.the highest

percent(44.1%) of nursing staff in the age group between 20->30 years old. The

majority of them (94.2%, 67.7%) respectively were female and married. As regard to

Educational level the highest percentages (67.7%) were nursing technical associate

diploma, while the minority of them had a nursing baccalaureate degree or higher

(3.6%). Their medians Years of total and in the current position experience were 12.0

and 8.0 respectively.

Concerning the Scores of the factors influence career development, table (2):

demonstrates that the highest mean scores were for total of job related factors

(71.2±15.2) which contains job autonomy with mean (77.6±13.1) and Supervisory

support with mean (64.3±22.6). Followed by Total score of personal factors mean

(68.9±11.8) which contain career developmental practices mean (80.1±20.1),

empowerment mean (74.1±14.5), Personal behavior mean (66.2±12.8) and Satisfaction

mean (64.4±18.2). While the total of organizational factors had the lowest mean

(66.9±19.7) which contain career development plans mean was (69.5±19.5) and

Management support mean (64.8±22.2) as perceived by nursing staff.


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Concerning the relation between the score of the total score of factors influence

career development and personal and job related characteristics of nursing staff, table

(3): indicate that, there wasstatistically significance relation between nurses working

hospitals, marital status and years of nursing experience with total factors influencing

nursing career development (P<0.0001).In addition to, there was statistically significant

relationship between Age and Job title with total factors influencing nursing career

development (P=0.039 and 0.026 respectively). While, no statistically significant

relations could be shown between total factors influencing nursing career development

with Gender, Educational level title and Years of experience in current position.

Regarding correlation between the scores of the total score of factors influence career

development with some parameters of the personal and job related characteristics

among nursing staff, table (4): illustrates that scores of total factors influence career

development were statistically significantly correlated positively with nursing staff Age

and years of nursing experience (P<0.0001). In addition to, there was statistically

significant relation between total score of factors influence career development and

years of experience in current position (p=0.040).

Table (1): personal and job related characteristicamong the studied nursing staff (n-

347).

personal and job related characteristics

Studied nursing staff

No. %

Hospital

Port Said General Hospital. 150 43.2

Port Foad General Hospital. 73 21.0

Al Zohour Hospital. 68 19.6

Al Nasr Hospital. 56 16.2

Age (years)

20-<30 153 44.1

30-<40 114 32.9

40-<50 59 17.0

50-<60 21 6.0

Min-Max, Mean±SD 21.0-59.0 32.9±9.5

Gender

Male 20 5.8

Female 327 94.2

Educational level


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Nursing technical diploma 197 56.8

Nursing technical associate diploma 103 29.7

Nursing bachelor degree or higher 47 13.6

Job title

Nursing director and Supervisor 73 21.0

Nursing Specialist 19 5.5

Nursing Technician 255 73.5

Marital status

Single 96 27.7

Married 235 67.7

Divorced/widow 16 4.6

Years of nursing experience

Less than 10 126 36.3

10-<20 124 35.7

20-<30 69 19.9

30-≤40 28 8.1

Min-Max, Median (Q1-Q3) 1.0-40.0 12.0 (5.0-20.0)

Years of experience in the current position

Less than 10 196 56.5

10-<20 86 24.8

20-<30 51 14.7

30-≤40 14 4.0

Min-Max, Median (Q1-Q3) 1.0-36.0 8.0 (2.0-15.0)

Q1-Q3: Interquartile range

Table (2): Scores of the factors influence career development of the studied nursing

staff (n=347)

Tools Min-Max Mean±SD

Factors affect career development

Job related dimension

Job Autonomy 25.0-100.0 77.6±13.1

Supervisory support 16.7-100.0 64.3±22.6

Total score of job-related factors 0.0-100.0 71.2±15.2

Personal factors

Personal behavior 0.0-100.0 66.2±12.8

Empowerment 22.9-100.0 74.1±14.5

Satisfaction 1.9-100.0 64.4±18.2

career development practices 0.0-100.0 80.1±20.1

Total score of personal factors 25.0-100.0 68.9±11.8

Organizational factors

Management support 0.0-100.0 64.8±22.2

Career development plans 0.0-100.0 69.5±19.5

Total score of organizational factors 0.0-100.0 66.9±19.7

Total Score of factors 30.4-100.0 69.4±12.5


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Table (3): Relation between the total score of factors influence career development and

the personal and job relatedcharacteristics among the studied staff.

personal and job related characteristics

n Total score of factors

Mean±SD Sig.

Hospital

Port Said General Hospital.

Port Foad General Hospital.

Al Zohour Hospital.

Al Nasr Hospital.

150

73

68

56

68.4±10.8

71.7±12.9

65.2±13.6

74.5±12.5

F=7.202

P<0.0001*

Age (years)

20-<30

30-<40

40-<50

50-<60

153

114

59

21

67.3±12.5

69.2±12.4

71.8±11.5

79.4±10.7

F=1.495

P=0.039*

Gender

Male

Female

20

327

70.9±16.1

69.3±12.2

t=0.562

P=0.575

Educational level

Nursing technical diploma

Nursing technical associate diploma

Nursing bachelor degree or higher

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103

47

69.9±11.7

68.9±14.2

68.6±11.8

F=0.370

P=0.691

Job title

Supervisor

Specialist

Technician

73

19

255

72.6±11.8

71.9±12.9

68.4±12.5

F=3.707

P=0.026*

Marital status

Single

Married

Divorced/widow

96

235

16

65.2±12.2

71.2±12.0

68.3±14.6

F=8.451

P<0.0001*

Years of nursing experience

Less than 10

10-<20

20-<30

30-≤40

126

124

69

28

67.3±12.2

68.6±12.6

71.1±12.2

78.5±9.6

F=7.090

P<0.0001*

Years of experience in current position

Less than 10

10-<20

20-<30

30-≤40

196

86

51

14

68.1±12.5

70.7±12.1

71.0±12.5

75.3±11.4

F=2.422

P=0.066


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Table (4): Correlation between the scores of the total score of factors influences career

development with some parameters of the personal and job relatedcharacteristicsamong

the studied staff.

r: Pearson correlation coefficient *significant at P≤0.05

DISCUSSION:

Nowadays, nurses play a key role in all healthcare systems in the world. To

improve the professional conditions and increase the quality of care, nurses’ career

development should be fulfilled in a specific and targeted way. Development is essential

to achieve qualified staff and safe care(Chowdhury & Chakraborty, 2017).

Several factors that might influence nurses to participate in career development

activities. These factors are represented in three factors; the first one is the personal

related factor such as personal behaviors, satisfaction, empowerment, and nurses' career

development practice. While the second factor represented in job-related factors

encompasses autonomy and supervisory support. In addition to the third factor which

stands for the organizational factors containing management support and the career

development plans that support continuous professional development.

Regarding the personal factor, findingsof the present study revealed that the

majority of studied nursing staff working at port-said governmental hospitals have a

personal behaviors andpractices for career development as they are self-confident and

have the ability to determine their major strengths and weaknesses. Moreover, nurses

are satisfied about what they do, have mastered the necessary skills needed for their job,

personal and job relatedcharacteristics

Total factors

score

r P

Age (years) 0.221 <0.0001*

years of nursing experience 0.209 <0.0001*

years of experience in current position 0.110 0.040*


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anxious to perform well to get opportunities for promotion and more satisfied and

confident about their job.This findings might be attributed to most of nursing staff are

young age, anxious to perform well to get opportunities for promotion, more satisfied

and confident about their job. Moreover, they are looking forward to receive guidance

and acceptance from their supervisors.

The study findings were more consistent with Obiunu and Ebunu (2014) who

reported that personality and self-esteem play a significant role in career

development.Moreover, Sheikhi, Khoshnab, Mohammadi and Oskouie

(2016)elaboratedin his study done in Iran teaching hospital that the nurses considered

clinical competencies and the mastery of clinical skills are important factors affecting

nurses’ career advancement and career success. The nurses explained that they were

promoted because they regarded their work and duties as important, and tried to do their

best.Hedge and Rineer (2017) indicated that employees’ ability to manage their careers

is influenced by perceptions and behaviors associated with career performance. In

addition to Heslin et al (2018) who indicated that, the personality has direct effect on

subjective and objective career outcomes.

According to Kim and Beehr (2017) empowerment can influence and direct their

own careers. Additionally, Giragama and Sooriyabandara (2018) Study findings

revealed that empowerment is significant factors for the career development.

Furthermore, Lee and Lee (2018) revealed that job satisfaction and organizational

commitment were significant individual factors that affect career development

effectiveness. Moreover, Suresh (2018) reported that career development practices has

become an important aspect for many employees to retain in the same organization for

longer period in order to achieve career development, increase their performance and

improve their skills in the work environment.

On the other hand, findings of present study were in disagreement with studies

as Rande, Rahawarin, Jamaluddin and Zacharias (2015) who reported that self-

assessment, personal development plans, career education and career information do not

significantly affect the employee's career development.

Concerning the job factor, it was found that nursing staff have job autonomy

appears in performing skills which is essential for the freedom of actions, accept the

consequences for their choices which reflects on their self-esteem and self-respect. This


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finding is due to the nursing staff work and takes decisions independently regarding the

work and the patient care.

The present study finding was supported by Sia and Appu( 2015) who revealed

that autonomy in the workplace plays an important role in generating employees’

creative ideas and performance. Work autonomy is generally referred to as employees’

freedom, related to their task performance. The participation of employees in decision-

making and problem solving related to their job may help to improve their work

commitment.According to studies conducted byVeraet al (2016) ;& Malinowska,

Tokarz and Wardzichowska (2018)job autonomy and supervisor support promote work

engagement among nurses; They feel more secure and supported in their decision.

Moreover, the study findings revealed that there is supervisors support

appears in show confidence in their ability to do good job, support for their attempt for

improving their performance, informing nurses about opportunities for training or

further education. These findings could be attributed to; the supervisors' aware about

guide and support nurses to learn from their failures and enhances their performance.

The present study finding is consistent with Kim and Beehr (2017) who indicated that

empowering leaders contribute to promoting employees’ feelings of competence, self-

determination, meaningfulness, and impact, which in turn positively affect the

development of protean career attitudes and career commitment. Furthermore, the study

of Hedge and Rineer (2017) reported that supervisor support is important in the

development of nurses careers.

On the other hand, the findings of present study were in disagreement with

studies as Ismaiel et al (2013) elaborated that the study revealed that there is a lack of

supervisors support appears in not informing nurses about opportunities for training or

further education, no support for their attempt for improvement and concentrate on

failures rather than success.

Mentioning the Organizational Factor, it was apparent that there is

management support for nursing staff. In the form of carrying out evaluation processes,

ensuring that information is passed on and give feedback about performance. In

addition, nursing management provides guidance and career counseling for nursing

staff. These finding could be attributed to, that nursing management at port-said

hospitals have policy, feedback system, or a recognized evaluation process to support


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nurses for development or continuing education inside hospitals. Therefore, nurses get

appropriate attention for their development, interest, innovation or personal goals.

The study findings were similar to some Egyptian studies as Abd Elfatah,

Abdel Wahab and El Sayed ( 2018) who showed that the highest percent of studied

nursing personnel agreed about “work support” as factors assisted in nursing career

development at Benha University Hospital.In addition to Sikawa et al (2016) who

elaborated that Training and development, individual counseling, personal career

support are important elements for career development.

On the other hand, the study finding was in disagreement with studies asIsmaiel

et al (2013)who reported that nurses are lacking the organizational support. In the form

of limited information were disseminated about training and education opportunities

inside the hospital, the management don’t carry any evaluation processes or give

feedback about performance. In addition there were no resources, guidance or career

counseling is provided.

Regarding to the career development plans the present study found that

there is activate education programs, courses, seminars, coaching and monitoring for

nursing. Also, nurses are more knowledgeable, oriented and notified about these

opportunities. These findings agreed withHedgeand Rineer (2017);&Chetana et al

(2017) their findings reported that Career planning and career management have a

positive and significant influence on career development.In addition,Sheikhi et al (2016)

revealed that nurses believe that continuing education in the working environment

results in promoting knowledge and skill that facilitates career advancement. Also,

Rahman, Rahman, Ali and Khan (2016) supported the value of organizational culture,

particularly a learning culture, to employees’ career development. Career management

and planning were also found to be the two main antecedents of career development.

This finding was in accordance with McDonald and Hite (2016) who

revealedthat succession planning, mentoring, coaching, training, special assignmentand

performance appraisals facilitate career success. In addition, Lee and Lee (2018) who

reported that mentoring and coaching was found to be organizational factors that

influence job performance improvement through career development.


205

On the other hand, the study finding was in disagreement with Khan, Rajasekar

and Al-Asfour (2015) who reported that high percentage of employees were not

satisfied with the present career development plans and they found lack of transparency

and clarity in their career development plans and career paths. Furthermore, Rande et al

(2015) who reported that there is lacking of Information and education variable

provided or given to employees that have not been able to help the employees to set

goals, track and career development.

CONCLUSION:

Based on the findings of this study it can be concluded that there was

statistically significant positive correlation between personal factors (nurses' personal

behaviors, satisfaction, empowerment, career development practice), Job related factors

(autonomy, supervisor support) and organizational factors (management support, the

career developmental plans) with nursing career development.

RECOMMENDATIONS:

• Development of policies and plans for enhancing career development and increase

nurses performance.

• Administration support: through, in-services training programs, provide resource; and

opportunities for further education to upgrade the general awareness level of career

development strategies.

• Improve the working environment and provide comfort for their work.

• Follow up the performance of nursing staff to know the strengths and weaknesses and

develop a plan for improvement and development.

• Development of a rewards system to enhance nurse's motivation for improvement and

achievements.

• Introducing of career development plans in the curriculum of the schools of nursing to

help students understand how career planning developing the profession.

• Ministry of health should apply the designed training programs to strengthen nursing

practice, in order to achieve positive outcomes in health care delivery.

• Managers should prepare theirorganization’s career development programs inthe line

with the employees’ future plans anddesires.


206

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فى مستشفيات بورسعيد الحكومية العوامل المؤثرة على التطور المهنى لدى هيئة التمريض

3 ,رشا ابراهيم السيد2, اجالل أحمد عبد الوهاب1درنا رضا محم

, أستاذ 2جامعة القاهرة -كلية التمريض -, أستاذ مساعد ادارة التمريض1جامعة بورسعيد -بكالوريوس تمريض

.3جامعة بورسعيد -كلية التمريض -مساعد ادارة التمريض

الخـــالصــة

يجب أن يتحكم فيها الممرضين فى التغييرات التي تواجه الممرضات في نظام الرعاية الصحية الحالي خلقت بيئة

تحديد العوامل المؤثرة على التطور المهنى لدى هيئة : تهدف هذه الدراسة إلىالهدفمستقبلية. الو مسيرتهم المهنية

لدراسة في أربعة مستشفيات تابعة لوزارة الصحة في أجريت هذه ا .التمريض فى مستشفيات بورسعيد الحكومية

مدينة بورسعيد وهي: مستشفى بورسعيد العام، مستشفى بور فؤاد العام، مستشفى الزهور العام ومستشفى النصر

المجموعة األولى شملت جميع مدراء ووكالء ورؤساء أقسام التمريض مجموعتين،على العام. شملت هذه الدراسة

. المجموعة الثانية شملت الممرضين (73بإجمالي عدد ) ناء تجميع البيانات واال تقل خبرتهم عن سنةالمتواجدون أث

حيث تم إجراء عينة عشوائية طبقية لتعيين عدد الممرضين فى مستشفيات بورسعيد الحكومية المتواجدون أثناء


211

تم استخدام استبيان التطوير : لبيانات أداة جمع ا(. 274بإجمالي عدد ) تجميع البيانات واال تقل خبرتهم عن سنة

. التى تتعلق بالمستشفى المهنى؛ ويشمل ثالثة عوامل: العوامل الشخصية، العوامل التى تتعلق بالوظيفة والعوامل

أعلى العوامل المؤثرة على التطور المهنى : كشفت الدراسة الحالية أن العوامل المرتبطة بالوظيفة النتائج

66.9) التى تتعلق بالمستشفى٪(، ثم العوامل 68.9٪(، يليها العوامل الشخصية ) 71.2) للممرضين

: هناك عالقة إيجابية بين العوامل الشخصية )السلوكيات الشخصية، و التمكين الوظيفى، و الرضا الخـــالصــة٪(.

، ودعم المشرف( لوظيفىالالوضيفى، وممارسة التطور الوظيفي(، والعوامل التى تتعلق بالوظيفة )االستقال

: التوصيات ، وخطط التطوير المهنى( مع التطور المهنى للتمريض.دعم االدارة) التى تتعلق بالمستشفىوالعوامل

يوصى بوضع السياسات والخطط لتعزيز التطوير الوظيفي وزيادة أداء الممرضات. باإلضافة إلى ذلك، دعم

الموارد وفرص التعليم لرفع مستوى الوعي باستراتيجيات التطوير اإلدارة: من خالل برامج التدريب، وتوفير

المهنى.

المهنة، التطوير المهنى،العوامل، التمريض. :الكلمات المرشدة

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